You as a role model for coaching and mentoring

As a CEO or main board director, you’ve picked up a lot of skills and knowledge over the years about coaching and mentoring. You’d like to be a better “Coach in Chief” and you know that you could be a better role model for coaching and mentoring, but you don’t have the time, or inclination to attend training courses – not least because you learn at a faster pace than courses are designed for. You know that, if you want to create a coaching culture in your organization, you need to demonstrate strong coaching behaviours, yet all too often you don’t live up to your own ideals.

So here’s a practical, time-conserving and highly effective solution – one to one time with one of the world’s top coach developers observing and giving you real-time, completely personalised feedback as you go about your coaching and mentoring. There are no artificial role plays and only as much theory as you need to understand how to use the wide portfolio of tools and techniques you can access. Sitting with one of the world’s most masterful coach-mentors you absorb the learning you need, as you need it and as you can put it into practice.

The mastercoach you will work with is Professor David Clutterbuck, one of the pioneers of coaching and mentoring and the world’s only specialist in helping the most senior executives become coaching role models. The most prolific writer internationally on coaching and mentoring (author of 65 books to date), he brings a very pragmatic approach to learning by doing. He brings a rare ability to help you extract intense learning from every coaching or mentoring conversation you hold.

In a typical half-day, you will coach or mentor two or three people from your organisation for around 45 minutes each, with David as an observer. You may receive some guidance in the moment, but mostly the feedback will occur between sessions. The final step in the process is an hour-long deeper debrief, pulling it all together and integrating coaching skills development into your wider personal development plan. These sessions normally take place four to six times a year, to allow you to try out new tools and techniques and – most important of all – to make fuller use of the coaching mindset in the wide variety of other meetings and conversations that you have as a leader.

“Coach in Chief”

better role model for coaching and mentoring

create a coaching culture in your organization

demonstrate strong coaching behaviours

live up to your own ideals.

time-conserving and highly effective solution

one to one time with one of the world’s top coach developers

real-time, completely personalised feedback

one of the world’s most masterful coach-mentors

integrating coaching skills development into your wider personal development plan

How a manager behaves in any specific situation depends on many factors, including how much preparation time they have, but the two most significant factors are their general style preference and the range of options they have within their preference. …

How a manager behaves in any specific situation depends on many factors, including how much preparation time they have, but the two most significant factors are their general style preference and the range of options they have within their preference. …

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